CONCEPTUAL DESIGN OF A HUMAN CAPITAL MANAGEMENT SYSTEM

Abstract

The article substantiates a systematic approach to the conceptual design of the human capital management system. Human capital as an economic category reflects the set of knowledge, skills, competencies and other characteristics that allow an individual to generate economic value. In contrast to the traditional understanding of "human resource" as a cost factor of production, human capital is considered as an investment asset capable of self-growth and creation of added value. Human capital management is a systematic process of planning, developing, using and preserving the intellectual potential of an organization in order to achieve strategic goals. This process includes the identification of human capital needs, its formation, development, effective use and retention. Modern digital technologies are radically changing approaches to human capital management. Workforce analytics allows organizations to leverage big data to make informed decisions. With the help of analytics and the use of data, you can identify patterns in employee behavior, predict the risks of dismissal, and optimize recruiting processes. It is proposed to form four levels of models of systemic management of human capital – strategic, operational, analytical and technological. The management systems and subsystems corresponding to each level are considered. The need to ensure communication between levels through governance, integration and experience management mechanisms was separately noted. The proposed architecture, model and general logic of conceptual design are quite universal and can be implemented for a wide range of organizations. The following principles of conceptual design of such systems are formulated: systematic, adaptable, data-oriented, human-centricity. The principle of consistency provides for the integrity of the system "by design", the integration of all components into a single "corporate ecosystem", which ensures the complementarity of levels and close communication of all levels. The principle of adaptability provides the flexibility of configuration and settings necessary for the management system's ability to respond quickly to changes. The principle of data orientation involves making decisions that are based on data, which is possible through continuous systematic training and optimization of systems and subsystems. The principle of human-centricity implies a constant focus of attention of all managers on the experience of employees and the ethical use of technology.